Hr jobs in Singapore

HR Executive, People Partner

Working days: 5 days
Location: Loyang
Salary: $3,000 - $5,000

The HR Senior Executive, People Partner (Corporate) is responsible for driving corporate HR initiatives, people governance, and organisational effectiveness across the Group.

This role is anchored to the corporate HR function and operates in close alignment with the Group’s management direction, policies, and governance standards.

While partnering business units on people matters, the incumbent is expected to maintain professional independence, ensuring HR decisions are guided by corporate priorities, organisational consistency, and management direction rather than individual business unit preferences.

The incumbent will proactively front HR engagements, spearhead people initiatives, and serve as a custodian of corporate HR standards across the organisation. Strong communication skills, sound judgement, and high emotional intelligence are critical to the success of this role.

• Minimum 3–5 years’ experience in a corporate HR, HRBP, or People Partner role

• Represent Group HR standards and management direction in all people matters.
• Provide clear, firm, and balanced HR advice to management that reflects corporate policies and organisational priorities.
• Maintain professional independence when advising business units, ensuring consistency with Group-level governance.

• Spearhead corporate HR projects such as policy rollouts, restructuring exercises, and change initiatives.
• Drive HR programmes that support the Group’s strategic and operational priorities.
• Front cross-functional HR initiatives involving management, operations, and corporate teams.

• Drive recruitment planning for critical and senior roles in line with corporate manpower strategy.
• Conduct structured, professional interviews and stakeholder discussions.
• Ensure hiring practices reflect Group standards rather than individual business unit preferences.

• Drive the development, implementation, and enforcement of Group HR policies and SOPs.
• Front disciplinary, grievance, and investigation processes with professionalism, neutrality, and composure.
• Communicate HR decisions clearly, respectfully, and firmly to all stakeholders.

• Drive performance management cycles aligned with Group expectations.
• Guide managers through performance conversations, corrective actions, and difficult discussions.

• Own employee relations cases end-to-end with a calm, balanced, and objective approach.
• Manage conflicts professionally while maintaining workplace harmony and governance standards.

• Own payroll processing for executives and senior staff in accordance with corporate governance standards.

• Present HR insights, recommendations, and workforce data to management clearly and confidently.
• Communicate risks, trends, and recommendations in a professional and structured manner.

• Front corporate HR communications and policy messaging.
• Engage stakeholders with confidence, clarity, and emotional intelligence.

• Own compliance with MOM regulations and Tripartite Guidelines.
• Advise management on people-related risks using clear, balanced, and professional communication.

• HR policy changes require consultation with Head of Function, People & Culture and General Manager, Strategic Corporate & Innovation.
• HR operational and people management decisions are made within approved corporate guidelines.
• Complex or high-risk matters are escalated to the Head of Function, People & Culture.